"In this new Towards Maturity In-Focus report, we draw on insights from 2,084 individuals who have invested their own time and resources in online learning. They could be your workers, or your potential workers of the future...so we investigated how they learn what they need to do their job.

We compared these perspectives with those of over 600 L&D leaders around the globe. When it comes to supporting a great learning experience, what can these individuals teach us?"

"The survey reveals the more time chief executives commit to leadership development, the higher their level of satisfaction with the partnership will be. (...) Large-company CEOs spend an average of 29 percent of their time on employee development and 18 percent on their own development, while small-company heads spend 35 percent and 24 percent respectively. Taken together, CEOs spend approximately half their time on development activities — and those from higher-ranked companies spend even more."

"The program teaches client-management skills, team-building and professional development, largely delivered through a social media environment. According to Jennifer Steinmann, Deloitte’s chief talent officer, “the emphasis is on interactive experiences, including simulations, role-plays, small-group teams — even video games — and an online New Hire Center with a custom dashboard to track first-year tasks.” Metrics indicate Deloitte’s efforts have been successful. Some 97 percent of new hires feel welcome to the company, and 96 percent report they understood its culture."

"The survey reveals the more time chief executives commit to leadership development, the higher their level of satisfaction with the partnership will be. (...) Large-company CEOs spend an average of 29 percent of their time on employee development and 18 percent on their own development, while small-company heads spend 35 percent and 24 percent respectively. Taken together, CEOs spend approximately half their time on development activities — and those from higher-ranked companies spend even more."

"The program teaches client-management skills, team-building and professional development, largely delivered through a social media environment. According to Jennifer Steinmann, Deloitte’s chief talent officer, “the emphasis is on interactive experiences, including simulations, role-plays, small-group teams — even video games — and an online New Hire Center with a custom dashboard to track first-year tasks.” Metrics indicate Deloitte’s efforts have been successful. Some 97 percent of new hires feel welcome to the company, and 96 percent report they understood its culture."

"This case study, Pioneering Medical Device Training in the Digital Age: Using Interactive Video to Create Training for a Diverse Audience of Learners, by Sharon Vipond, illustrates how a pharmaceutical company overcame significant learning challenges and created an interactive video solution for diverse users of its new medical device."

"Only 38% of learning and development (L&D) professionals think they’re ready to meet the needs of tomorrow’s learners1 . This doesn’t mean traditional approaches to L&D are obsolete. They just aren’t enough anymore. At least not for today’s workers."

"We are living in an age where technology and personalization have blended into the fabric of what it means to be a leader. The ability to interact smoothly within these two landscapes is the essence of what it means to be effective now and in the future."

"With the emergence of social media, new leaders can share ideas, best practices and experiences on a level playing field, interacting with everyone in their organization more than ever before. Communication in organizations is no longer top-down. Intermediate and even entry-level roles can now bring new ideas to their leaders for consideration."

"With the emergence of social media, new leaders can share ideas, best practices and experiences on a level playing field, interacting with everyone in their organization more than ever before. Communication in organizations is no longer top-down. Intermediate and even entry-level roles can now bring new ideas to their leaders for consideration."

"With the emergence of social media, new leaders can share ideas, best practices and experiences on a level playing field, interacting with everyone in their organization more than ever before. Communication in organizations is no longer top-down. Intermediate and even entry-level roles can now bring new ideas to their leaders for consideration."

"With the emergence of social media, new leaders can share ideas, best practices and experiences on a level playing field, interacting with everyone in their organization more than ever before. Communication in organizations is no longer top-down. Intermediate and even entry-level roles can now bring new ideas to their leaders for consideration."

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